為了「在地老化」的觀點能得以實踐，長期照顧服務體系中的第一線居家照顧服務員的留任已成為當前要務。本研究從環境、組織、家庭、個人四個層面出發，探討吸引照顧服務員留任居家長照產業的相關因素。本研究以彰化縣現職居家照顧服務員為研究母體，總計發放350份問卷，有效樣本為220份，有效問卷回收率為62.86%，進行階層廻歸分析。研究結果顯示：（一）工作環境風險性會負向影響留任傾向；（二）內外在激勵會正向影響留任傾向；（三）工作家庭衝突會負向影響留任傾向；（四）利社會行為會正向影響留任傾向。最後，依據本研究之研究結果而提出管理意涵如下：降低工作環境風險性及工作家庭衝突；提升內外在激勵；招募或培養有利社會行為的員工。

Retention of in-home caregivers to resolve insufficient labor issues has become the primary obstacle in realizing the home care model of “Aging in Place.” This study seeks to determine the factors affecting retention of in-home caregivers by examining their working environment, organization culture, family life, and personal viewpoint. The data were collected in 2018 from home care assistants working in the long-term home care service units in Changhua County. A total of 220 valid responses were obtained from the sample of 350 participants. To test the research hypotheses, hierarchical regression analysis was adopted. The results showed that: (a) the working environment has a negative impact on the tendency to stay; (b) internal and external factors have a positive impact on the tendency to stay; (c) work-family conflict has a negative impact on the tendency to stay; and (d) prosocial behavior has a positive impact on the tendency to stay. The findings of the study provide several management implications: 1. reduce the uncertainty of the environment factor in the work area; 2. enhance the internal and external incentive satisfaction; 3. reduce work-family conflict; 4. prosocial behavior should be cultivated and encouraged during the recruitment process.